| Comment Number: | OL-10500328 |
| Received: | 2/16/2005 11:50:31 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
I think the switch to this wide open pay system will turn it into a favoritism game. I have had 20 supervisors in 10 years. Of all of those individuals, one was trained as a civilian supervisor. I am the only civilian in the group and as a GS-11 have had supervisors in the military that were junior to me. I find this new system will put my career at the mercy of uninformed, untrained, and the unconcerned. I have won a number of awards to the wing level during my 10 years as well as a medal award but I can see this pay system allowing for a loss in pay as easily as a gain in pay because it make my pay subject to personal interpretation. I also see leadership being able to shift funding within CIVPAY to fund a new position and withhold any pay incentives. There are so many pitfalls I could write for a long time. I find the elimination of the current pay system as unacceptable. I can see the politicization of our evaluations and performance which will not reflect any true picture of our performance. I can see supervisors never giving any raises because the have set unrealistic goals. I see a real negative impact on the good employees. The bad ones will be able to talk their way through this while employees that work hard and don't do the "face time" stuff will lose out. That is exactly opposite of the goal to give good workers more pay. I don't do this job just for the pay, I do it for a sense of pride in my country and my work. Now I see my country boiling it down to just numbers and my work value is just dollars. That is really sad. I have 36 years of federal service and to take away the longevity increases will have a negative impact on long term employment. Additionally, since this system is to go into effect, regardless of our comments, in July 2005, I can see that what the employees want is immaterial to the wants of the program managers and designers of this plan. These letters are simply venting devises to show we had a say when really we don't. This plan is a done deal regardless if you received tons of letters saying no.